A. Uniqueness – The brain drain makes doctors cycle between the first and third world eventually coming back home to increase net capital
Simon Commander, London Business School and European Bank for Reconstruction and Development, 2004, Challenges to Globalization, “The Brain Drain: Curse or Boon?”
Vidal (1998) assumes an intergenerational transfer whereby the higher the human capital level of one generation, the more effective is the human capital formation of the next generation. This too would seem to be a force for divergence, for skilled emigration would appear to make future human capital acquisition cheaper in the receiving country and dearer in the home country. But, in fact, Vidal prevents this by assuming that, for the purposes of the spillover, migrants' human capital remains at home. This makes no sense for permanent migration - the traditional and main concern of the brain-drain literature - but it may be plausible for temporary migration, an area of more recent interest. In particular, if we are interested in modelling an ability to sell labour services at higher prices abroad while effectively maintaining domicile at home, then it may be reasonable to assume that intergenerational spillovers are likely to be at home. In this case, work opportunities abroad may exert a positive impact on developing countries’ ability to accumulate human capital.
B. Link –
1. Sending workers to Africa circumvents the cycle – workers that would eventually come back home are replaced by American health care workers
2. Health care workers a zero sum and every where has a shortage – the plan functionally makes the US have more of a shortage while leaving the African doctors in America
Genevieve Gencianos, Migrants Rights International, 2006, http://www.world-psi.org, “Four million health care workers needed How to recruit them?”
The world lacks more than four million health care workers and this has been clearly stated by the World Health Organisation. This means that every country in the world has a shortage of health care workers. But where will these millions come from? A quick fix for rich countries is to recruit them in poorer ones. PSI is now campaigning for a code of practice in the international recruitment of health care workers.
Unfortunately, some developed countries resort to a ‘quick fix’ solution when they need more health care workers. They address their staffing shortage by actively recruiting health workers from developing countries, where these workers are desperately needed. PSI has been advocating for better pay and working conditions for health workers in both developing and developed countries through adequately funded public health systems as the best way to mitigate the out-migration of health workers.
1nc Reverse Brain Drain DA
C. Impact –
1. With out the brain drain cycle Africa will lose human capital, education, and new skills
Simon Commander, London Business School and European Bank for Reconstruction and Development, 2004, Challenges to Globalization, “The Brain Drain: Curse or Boon?”
A recent literature has located the brain-drain in explicitly dynamic models and has, on the whole, come up with significantly more optimistic results than the earlier work discussed in Section 3. The central proposition is that if the possibility of emigration encourages more skill-creation than skill-loss, sending or home countries might increase their stocks of skills as opportunities to move or work abroad open up. If, in addition, this accumulation of skills has beneficial effects beyond the strictly private gains anticipated by those who acquire the skills, the whole economy can benefit. Examples of such benefits include enhanced intergenerational transmission of skills and education (Vidal, 1998) and spillovers between skilled workers (Mountford, 1997).
There are two critical features of these models. The first is the nature of the social benefit resulting from higher skills, for which several approaches are evident. In the simplest form Stark, Helmenstein and Prskawetz (1997, 1998) merely assume that increasing the average skill level of the sending economy is desirable. Mountford (1997) postulates a production externality whereby the productivity of current labour depends positively on the share of the population who had education in the previous period. Beine, Docquier and Rapaport (2001a) formalise this by allowing the average skill of one generation to pass directly to the next, who can then build on it by taking education. In all these cases, emigration has a negative direct effect by draining skilled labour out of the sending economy - a ‘drain’ effect - but a potentially beneficial effect in encouraging human capital formation - a ‘brain’ effect.
2. Brain drain increases the overall world production through the specialization affect
Simon Commander, London Business School and European Bank for Reconstruction and Development, 2004, Challenges to Globalization, “The Brain Drain: Curse or Boon?”
If, however, there are positive direct spillovers between skilled workers, agglomeration will increase average productivity and world aggregate output. This raises the possibility that even workers in the 'brain-exporting' country gain from the brain drain because world output increases. At least in simple models, however, one can show that, as transportation costs fall from infinity, the workers in the non-industrial country are worse off when agglomeration first starts. They start to gain only as transportation costs fall further so that they can more cheaply buy the goods from the concentration of industry in the other country (see, Baldwin and Forslid (2000)).
Simon Commander, London Business School and European Bank for Reconstruction and Development, 2004, Challenges to Globalization, “The Brain Drain: Curse or Boon?”
Vidal (1998) assumes an intergenerational transfer whereby the higher the human capital level of one generation, the more effective is the human capital formation of the next generation. This too would seem to be a force for divergence, for skilled emigration would appear to make future human capital acquisition cheaper in the receiving country and dearer in the home country. But, in fact, Vidal prevents this by assuming that, for the purposes of the spillover, migrants' human capital remains at home. This makes no sense for permanent migration - the traditional and main concern of the brain-drain literature - but it may be plausible for temporary migration, an area of more recent interest. In particular, if we are interested in modelling an ability to sell labour services at higher prices abroad while effectively maintaining domicile at home, then it may be reasonable to assume that intergenerational spillovers are likely to be at home. In this case, work opportunities abroad may exert a positive impact on developing countries’ ability to accumulate human capital.
B. Link –
1. Sending workers to Africa circumvents the cycle – workers that would eventually come back home are replaced by American health care workers
2. Health care workers a zero sum and every where has a shortage – the plan functionally makes the US have more of a shortage while leaving the African doctors in America
Genevieve Gencianos, Migrants Rights International, 2006, http://www.world-psi.org, “Four million health care workers needed How to recruit them?”
The world lacks more than four million health care workers and this has been clearly stated by the World Health Organisation. This means that every country in the world has a shortage of health care workers. But where will these millions come from? A quick fix for rich countries is to recruit them in poorer ones. PSI is now campaigning for a code of practice in the international recruitment of health care workers.
Unfortunately, some developed countries resort to a ‘quick fix’ solution when they need more health care workers. They address their staffing shortage by actively recruiting health workers from developing countries, where these workers are desperately needed. PSI has been advocating for better pay and working conditions for health workers in both developing and developed countries through adequately funded public health systems as the best way to mitigate the out-migration of health workers.
1nc Reverse Brain Drain DA
C. Impact –
1. With out the brain drain cycle Africa will lose human capital, education, and new skills
Simon Commander, London Business School and European Bank for Reconstruction and Development, 2004, Challenges to Globalization, “The Brain Drain: Curse or Boon?”
A recent literature has located the brain-drain in explicitly dynamic models and has, on the whole, come up with significantly more optimistic results than the earlier work discussed in Section 3. The central proposition is that if the possibility of emigration encourages more skill-creation than skill-loss, sending or home countries might increase their stocks of skills as opportunities to move or work abroad open up. If, in addition, this accumulation of skills has beneficial effects beyond the strictly private gains anticipated by those who acquire the skills, the whole economy can benefit. Examples of such benefits include enhanced intergenerational transmission of skills and education (Vidal, 1998) and spillovers between skilled workers (Mountford, 1997).
There are two critical features of these models. The first is the nature of the social benefit resulting from higher skills, for which several approaches are evident. In the simplest form Stark, Helmenstein and Prskawetz (1997, 1998) merely assume that increasing the average skill level of the sending economy is desirable. Mountford (1997) postulates a production externality whereby the productivity of current labour depends positively on the share of the population who had education in the previous period. Beine, Docquier and Rapaport (2001a) formalise this by allowing the average skill of one generation to pass directly to the next, who can then build on it by taking education. In all these cases, emigration has a negative direct effect by draining skilled labour out of the sending economy - a ‘drain’ effect - but a potentially beneficial effect in encouraging human capital formation - a ‘brain’ effect.
2. Brain drain increases the overall world production through the specialization affect
Simon Commander, London Business School and European Bank for Reconstruction and Development, 2004, Challenges to Globalization, “The Brain Drain: Curse or Boon?”
If, however, there are positive direct spillovers between skilled workers, agglomeration will increase average productivity and world aggregate output. This raises the possibility that even workers in the 'brain-exporting' country gain from the brain drain because world output increases. At least in simple models, however, one can show that, as transportation costs fall from infinity, the workers in the non-industrial country are worse off when agglomeration first starts. They start to gain only as transportation costs fall further so that they can more cheaply buy the goods from the concentration of industry in the other country (see, Baldwin and Forslid (2000)).
3. Turns case – loss of productivity kills growth